Certification included: Certified Associate in Human Resource Management (CAHRM) Certified Expert in Human Resource Management (CEHRM) Certified Specialist in Human Resource Management (CSHRM)

1. H U M A N
R E S O U R C E
M A N A G E M E N T
GLOBAL COMPETENCE
FRAMEWORK
CERTIFICATION SUMMARY
HUMAN RESOURCE
MANAGEMENT
CERTIFICATION
SCHEMA AND
SUMMARY
JULY, 2020

2. C E R T I F I C A T I O N D E F I N I T I O N
Aqonta Human Resource Management certifications demonstrates skills, knowledge
and competence required to drive business results, value and increase trust the
employees have on you and the organization. A global vendor neutral framework,
Aqonta HR certifications helps you learn best practices in HR functional and
operational principles and solidifies your credibility as HR leader.
Maintaining
certification
Competency
credits
NEVER STOP
BUILDING
YOUR
CAREER
W H O S H O U L D A P P L Y ?
The certification program is designed for working professionals with little or no
prior knowledge in Human Resource Management. HR professionals, HR managers,
Business owners and leaders are ideal candidates for this certification.
A Q O N T A H U M A N R E S O U R C E M A N A G E M E N T C E R T I F I C A T I O N
S C H E M A
Pre-requisite
Exam information
Training and
exam fee
NA NA CSHRM
40 questions
60 minutes
multiple choice
80 questions
120 minutes
multiple choice
120 questions
150 minutes
multiple choice
NA
60 CRPs
every 3 years
60 CRPs
every 3 years
5 10 15
Available via
CTPs
Available via
CTPs
Available via
CTPs
"The certification has outstanding wealth of information for both starters and
experienced HR professionals. It provided me a deeper understanding of HR
principles, processes and general framework beyond just transactional duties"
- CEHRM credential holder

3. U N D E R S T A N D I N G T H E V A L U E O F C E R T I F I C A T I O N I N
H U M A N R E S O U R C E S
HR certification is now seen as a fundamental addition to any HR professional’s resume,
particularly as today’s professionals in human resource management face complex
challenges such as a lack of qualified talent and the globalization of business.
When reviewing requirements for human resource management jobs it soon becomes
evident that HR certification is quickly moving from being preferred to being required.
This is a telltale sign that organizations, whether in the for-profit or non-profit sector,
are viewing professional certification with an increasing level of respect.
Aqonta certifications in Human Resource Management demonstrates proof of
commitment to profession
• Allows development opportunities
• Assures employers of up-to-date knowledge
• Adds credibility to department
• Increases effectiveness and efficiency in job performance
• Gives exposure to new ideas
T O P 5 R E A S O N S T O G E T C E R T I F I E D
Credibility - Certifications validate knowledge and skills required to excel in your role.
Aqonta certifications are recognized globally and is adapted in major corporations in
the industry.
Competitive advantage - Get the competitive advantage to grow your career faster.
Aqonta certification holders earn an average 28% more than their peers.
Stay relevant - Developed by leaders and practitioners, the certification council works
round the year to implement high quality and current standards in the industry.
Vendor neutral - The framework can be tailored to any industry and organizations of
any scale.
Continually improve - By earning and maintaining your certification you continually
develop your skills, knowledge and abilities.
NEVER STOP
BUILDING
YOUR
CAREER
G L O B A L C O M P E T E N C E P R O G R A M
Your certificate demonstrates your expertise and knowledge. Aqonta Global
Competence Program is structured to boost confidence in employers and brings more
visibility to your career achievements. Earn your competence badge and increase your
credibility and worthiness to your employers.
"The competence badge was a game changer in my job search. I
received more interview calls after I included my skill report and verified
badge earned from the competence program. The recruiters were able
to verify my achievements and potential. It certainly increased my
credibility in the job market".
- Global Competence Program member
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4. C O U R S E O U T L I N E
HR Management Definition
HR Management Description
HR Management Philosophy
HR Management DimensionsHR Model
Link between HR Management and HR Model
What is HR Model
HR Model Design
HR Model Benefits
How HR Influences Employee Motivation
International HR Management
Competitive HR Management Styles
Link between Leadership and HR Management
HR Management and Organizational Layers
Transparent HR Policies
HR Processes and HR Management
Strategic Role of HR Management
Transparent HR Policies and Procedures
Sustainability
Globalization
Technology
Aging Workforce
Change Management
Employee Productivity
Employee Engagement
Main HR Front Office Tasks
HR Business Partner as a Key HR FO
JobRole of HR Front Office
Organizational Architecture Definition
Effective Organizational Architecture
Organizational Diagnosis
Organizational Architecture Evaluation
HR Providing Guidance in Organizational Diagnosis
Setting the organizational architecture priorities
Organizations as Systems
Organization and Jobs
Organizational Design Critical Components
Span of Control
Organizational Change
Delegation AuthorityLeadership and Organizational Design
1. Introduction to Human Resource Management
1.1 Overview
1.2 Purpose of Human Resources
1.3 Current HR Challenges
2. HR Organizational Structure
2.1 Key Components of HR Organizational Structure
2.2 Roles and Responsibilities of Key HR Units
2.3 HR Front Office
2.4 Organizational Design Theory
2.5 Common HR Units and Processes
2.6 Key Assumptions for Designing HR Organizational Structure
2.7 Communication Channels and HR Organizational Structure
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5. C O U R S E O U T L I N E
Succession Planning
Leadership Development
HR Social Media
Employee Retention
HR Technology
HR Manager’s Goals and Objectives
Recruitment Center of Excellence
Compensation and Benefits
Training and Development
Equal Opportunities
Mission Critical
HR Roles and Responsibilities
HR Strategic Roles in Modern Organization
Workforce Management
Internal Equity
Organizational Effectiveness
HR Role in Globalization
HR Role in Strategic Planning
Business Partnering
Cost Management
Changing HR Role in the Organization
Role of HR Business Partner
Responsibilities of HR Business Partner
Key Principles of HR Business Partnering
HR Business Partnering Model
What is not a role of HR Business Partner
HR Recruiter
Recruitment Manager
Social Media Recruitment Specialist
Recruitment Specialist
HR Business Partner
HR Consultant
HR Front Office Clerk
Compensation and Benefits Analyst
Compensation and Benefits Specialist
Compensation and Benefits Manager
Organizational Design Specialist HR
Reporting Specialist
3. HR Goals and Objectives
3.1 The Most Important Goals for Human Resources
3.2 Corporate Culture
3.3 Sustainable Business and Organization
3.4 High Performance Organization
3.5 Employee Engagement
3.6 Global Human Resources
3.7 Functional Goals and Objectives Examples
4. HR Roles and Responsibilities
4.1 Introduction
4.2 HR Business Partner
4.3 Recruitment Job Profiles
4.4 HR Front Office Job Profiles
4.5 Compensation and Benefits Job Profiles
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6. C O U R S E O U T L I N E
HR Training Administrator
HR Training Specialist
HR Training and Development Manager
Career Development Specialist
Career Development Manager
HR Administrator
HR Back Office Manager
Internal Communication Tools
HR Marketing and Building Positive Employer Brand
HR Marketing and Employer Brand
Job Career Fairs as the efficient HR Marketing tools
HR Social Media Audit
How to Involve Other Functions into HR Social Media Strategy Development
Why is HR Social Media Strategy important?
Social Media Costs
HR Social Media Marketing
Social Media Benefits for Human Resources
Common HR Social Media Topics
The Definition of Strategic Human Resources Management
Benefits of Strategic Human Resources Management
Strategic Thinking in Human Resources
Why is HR Strategy Important
HR Strategy Goals
Right Time to Develop HR Strategy
HR Strategy Content
HR Strategy Development Process
HR Strategy Template
Key Clients of HR Strategy
Updating HR Strategy
Strategic Change and its impact on Strategic Human Resources Management
Useful Sources to HR Strategy Development
HR Competitive Advantage
How Corporate Culture Impacts HR Strategy
Organizational Climate and HR Strategy Development
Why is HR Strategy Important for HR Employees
Communicating HRM Strategy
HRM Strategic Challenges
How HR Strategy helps to build a successful organization
Strategic and Tactical Thinking in Human Resources
HR Strategist: Purpose, Role and Personality
4.6 Training and Development Job Profiles
4.7 Career Development Job Profiles
4.8 HR Back Office Job Profiles
5. HR Marketing and Communication
5.1 HR Marketing Basic Principles
5.2 HR Reports as HRM Marketing tool
5.3 HR Social Media Strategy
6. Strategic Human Resources Management
6.1 Introduction
PDCA
6.2 HRM Strategy
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7. C O U R S E O U T L I N E
Key Components of Compensation Strategy
Strategic Positioning on Pay Market
Compensation Consultants Helping to Design Compensation Strategy
Building Sustainable Competitive Advantage
Why is Compensation Strategy Critically Important
High Performance Corporate Culture
Key Components of Total Cash
What is a competitive salary
Summary of Executive Compensation Plans
What is Performance in Human Resources
Purpose of Performance Management
Performance Management Benefits
Performance Management Risks
Forced Distribution in Performance Management
Performance Management and Employee Engagement
Performance Management and Motivation
Performance Management and Business Strategy
Performance Management and Employee Segmentation
What Is a Goal
Why are Goals Important
Challenging or Weak Goals
SMART GoalsGoal Setting Skills and Training
Recruitment Definition
Recruitment and Selection Process Description
Purpose of Recruitment Process
Recruitment Process Key Clients
Key Principles of Recruitment Process
Recruitment Manual
Recruitment Process Analysis
Basic Recruitment Process
Key Recruitment Process Goals
Key Recruitment Process Measures
Recruitment Process KPIs
Key Recruitment Issues
Recruitment Competitors Analysis
Recruitment Checklist
Strategic Recruitment
Recruitment and Compliance
6.3 Policies and Governance
7. Compensation and Benefits
7.1 Compensation Strategy
7.2 Compensation Policy
7.3 Executive Compensation Plans
7.4 Salary Surveys
7.5 Sales Incentives Compensation Plans
7.6 Pay for Performance
8. Performance Management
8.1 Performance Management Description and Purpose
8.2 Goal Setting Process
9. Recruitment and Staffing
9.1 Introduction
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8. C O U R S E O U T L I N E
Recruitment Strategy Importance
Finding Right Position on Job Market
Recruitment Strategy and Retention of Employees
Building Recruitment Advantage
Recruitment Software Requirements
Strategic Job Positions and Recruitment Strategy
Recruitment Agencies and Recruitment Strategy
Recruitment Strategy Development
Recruitment Strategy Template
Recruitment Process Outsourcing Components
Recruitment Outsourcing Process Description
Recruitment Process Outsourcing Benefits
Recruitment Process Outsourcing Risks
Why to Outsource Recruitment Process
Recruitment Outsourcing Guidelines
Modern Recruitment Sources
Traditional Recruitment Sources
Facebook as the Recruitment Source
Recruitment Sources Importance
LinkedIn as Modern Recruitment Source
Newspapers Job Advertisement as Recruitment Source
Twitter as Recruitment Source
What is Background Check
Typical Content of Background Check
Common Employee Background Check Risks
SWOT Analysis in Human Resources
What Is a SWOT Analysis
SWOT Analysis Description
What is Balanced Scorecard?
Balanced Scorecard Benefits
How HR contributes to Balanced Scorecard
How HR supports Balanced Scorecard
Long-term HR Balanced Scorecard
Modern HRIS Benefits
Modern HRIS Features
Key Milestones in HR Management History
The evolution and Background of HR Management
Early Stages of HR Management
9.2 Recruitment Strategy
9.3 Recruitment Process Outsourcing
9.4 Recruitment Sources
9.5 Background Check
9.6 Recruitment Process Flowchart
10. HR Analytics
10.1 SWOT Analysis
10.2 Robust HR Data Model
10.3 HR Scorecard
10.4 Strategic HR Planning
10.5 HR Measures and HR Benchmarks
10.6 HR Management Software (HRIS)
11. HR transformation
11.1 Brief HR Management History
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9. C O U R S E O U T L I N E
Early HR Management in 70s and 80s of 20th Century
Personnel Management in 20th century
Advanced aka Modern HR Management
Future of HR Management
Graduate HR Leadership Program
HR Graduate Program Goals
Ideal HR Graduate Program Structure
Ideal HR Graduate Program Applicant
HR Analyst Job Profile
HR Specialist Job Profile
HR Manager Job Profile
HR Management certifications
How HR Development Training Supports HR Strategy and HR Planning
Key HR Development Training Goals
11.2 Career in Human Resources
11.3 Common HR Career Path
11.4 HR Development Training
11.5 Innovative HR Leadership Development
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